We hired our first founding engineer through Jill.”
Jill · AI agent for hiring
Jill brings you a focused set of strong candidates from Jack’s network, then warm intros you directly when there’s a fit.
Hire with Jill
Free to start
The problem
Inbound is noise.
Outbound is ignored.
AI has flooded both sides of hiring: good applications disappear in the pile, while in-demand candidates ignore cold outreach.
How Jack & Jill helps
Jack already knows the people you want to hire
Hundreds of thousands of people have told Jack what they want next. Jill introduces you directly when there’s a fit, including people who aren’t actively looking.
Jack has spoken to 300,000 people, and understands them deeply. That’s a massive advantage to an agency recruiter who can speak at maximum to 100 people.
Jill got the nuance of what we look for and then in ten minutes strong candidates appear on the dashboard.
Jill delivers exactly what I need, not just a shortlist but direct introductions to people we want to hire. I brief her on a role, and within minutes I have meetings set up with strong candidates.
Talking to Jill was a surprisingly valuable experience — she had way more context than we expected, and we're already speaking to some excellent candidates as a result.
From brief to introduction
Tell Jill who you need
Start with a job description, some notes or a conversation. Jill helps sharpen the role and understand what great actually looks like.
We need a founding engineer who has scaled Postgres.
Got it. I'll add that to your brief.
Reading your briefMeet a focused set of strong candidates
Jill matches the role against Jack’s network and brings you the people worth considering, not hundreds of search results.
Get introduced, directly
When you want to meet someone and the opportunity fits what they’re looking for, Jill introduces you directly.
Kwame M.
Strong fitStaff Engineer
Ex-Palantir. 8 years distributed systems. Built data platform serving 40M users at scale.
98% matchInfraLondonIC5+
We need a founding engineer who has scaled Postgres.
Got it. I'll add that to your brief.
Reading your brief
..and everything in between
Market mapping
See where the strongest candidates are likely to come from.
Calibration
Sharpen the role against real candidates.
Hiring rubric
Get clear on what great actually looks like.
Job description
Turn the brief into something candidates will understand.
Company context
Jill researches your company and who you’ve already hired, to understand the kind of hire who'll thrive.
Hiring memory
Jill doesn’t start from scratch on every role; she gets sharper over time.
No matter who’s building the team
Talent teams
Reach more of the right people without piling on sourcing work.
Hiring managers
Turn instinct into a clear brief, rubric and shortlist.
Founders
Make critical hires without becoming a full-time recruiter.
Jill transforms hiring
I got my role through Jack and now I'm about to hire the next 10 people with Jill.”
When we came across Ryan's profile, the engineer that we ended up hiring, it felt a little bit like Christmas morning.”
I would recommend Jill, but her candidates are so good I don't really want anyone else to know about her.”
We've hired 20% of our team through Jack and Jill and honestly I think it's going to be 100% in the future.”
As a founder, your early team is your competitive advantage.”
I can just go to sleep and Jill can automate all the stuff that is actually relevant.”
Companies using Jill
Professionals using Jack
Job matches reviewed
Jill saved us hours. She shortened our hiring process by around 80% by sending us only highly qualified candidates, and we made an exceptional hire within one week of opening the role.
We hired half of our founding team with Jill. She continuously listens to our micro feedback in a way no human recruiter can.
We've seen ~50% response rates to our outreach. Instead of chasing people who never reply, we spent our time talking to candidates who wanted to talk to us.
With Jill we went from brief to shortlist in a day, and everyone on that list was worth talking to.
Jack & Jill have completely revolutionised how we hire. Jill introduced us to a candidate we would never have met otherwise, who has gone on to be an enormous asset to the team. It's been a transformative addition to our process.
It's been a lot faster to get good candidates from Jill than any agency we worked with. The quality of the matches has been very, very high.
It would take our team a long time to source these candidates, and Jill did it in epic time.
The hardest part of hiring is finding engineers who genuinely want to work on your problems. With Jill, that had already happened before my first call.
Jill helped us cut through the noise and deliver exactly the candidates we're looking for. She was excellent in helping us determine exactly who we wanted.
Jill’s understanding of what we’re looking for was surprisingly refreshing, and the breadth of search and passive model made it super lightweight for us to adopt.
FAQs
Where do Jill’s candidates come from?
Every candidate in Jill’s network has already had a real conversation with Jack, our AI career agent. Jack speaks to hundreds of people a day across London, NYC, and San Francisco, 390,730+ in total, about what they want from their next role, what they’re worth, and what trade-offs they’ll make.
When candidates are ready to explore, they opt in to introductions through Jill. You’re not cold-messaging strangers. You’re meeting people who already know what they want and have agreed to talk.
Are the candidates actively looking?
Some are, some aren’t. Jack builds relationships with people at every stage. Some are actively looking, others are passively open. Jill knows the difference and only introduces candidates who are genuinely interested in what you’re building.
What if the candidates Jill shows me aren’t quite right?
Just tell Jill. She learns from your feedback and refines her search. The more context you give, the better the matches become. Think of it as a conversation, not a one-shot search.
What does Jill replace?
Jill replaces the agency recruiter, the LinkedIn sourcing sessions, and the weeks of waiting. Same quality, half the cost, ten times faster.
What types of roles does Jill work best for?
Jill covers engineering, product, design, marketing, sales, operations, and leadership roles. She’s especially strong for Seed to Series C companies looking for experienced operators and engineers in London and San Francisco.